Managing implementation: the fourth-trimester principle

In our second change management episode, Danielle pulls apart the myth of the “minor” restructure and lay out a practical way to change without breaking the work. From function mapping and ministerial comms to union engagement and the “fourth trimester”, we consider how to make change stick with clarity and care.

• why six to nine months is realistic for restructures
• function before form and mapping real work
• aligning vision to delivery using bottom‑up design
• ministers and boards as informed stakeholders, not deciders
• the centralise versus localise accordion and trade‑offs
• middle managers as the glue of change
• naming unknowns, iteration, and review cycles
• working with unions
• plumbing and HR sequencing that stalls programs
• after ‘go‑live’ habits, SOPs, and consistent standards
• what’s up for grabs versus non‑negotiable boundaries
• logistics people actually care about: seats, commutes, WFH.

This podcast was recorded on Kaurna land, and we recognise Kaurna elders past and present. Always was, always will be.

Now for some appropriately bureaucratic disclaimers....

While we have tried to be as thorough in our research as busy full time jobs and lives allow, we definitely don’t guarantee that we’ve got all the details right.

Please feel free to email us corrections, episode suggestions, or anything else, at thewestminstertraditionpod@gmail.com.

Thanks to PanPot audio for our intro and outro music.

'Til next time!